Diversity and inclusion

Inland Revenue values diversity of thought, beliefs, background and capabilities because it reflects the diverse communities that we serve. Understanding how our customers see the world, and the life events they’re experiencing, helps us to put them at the centre of our service design and delivery.

Inclusion is one of our culture anchors, to drive behaviours and decisions that value diverse perspectives and backgrounds.

We’re implementing a Diversity and Inclusion Strategy that is designed to:

break down barriers to inclusion, and celebrate, retain, develop and attract a truly diverse workforce that’s representative of the communities we serve
actively demonstrate our commitment to an inclusive culture through our leadership and holding ourselves accountable for progress
create a safer and more open working environment where all people feel able to grow and do their best work without fear of embarrassment or retaliation.

The Strategy includes work to understand and address gender and ethnicity pay gaps. At Inland Revenue, these gaps originated from a significant under-representation of women and different ethnic groups in management and higher-paying roles, and a higher representation in lower-paying roles.

You can read more detail about how we’re working to address these gaps.

Our people

Alignment with our Māhutonga approach
Our Diversity and Inclusion Strategy complements Māhutonga, our strategic approach to meeting our Tiriti o Waitangi obligations.
Progress under the 5 Papa Pounamu focus areas
Naomi Ferguson, Commissioner of Inland Revenue, co-leads Papa Pounamu, a steering group of 12 public sector chief executives driving a programme of diversity and inclusion across the Public Service.
Flexible working
We launched a new flexible working policy this year after engaging closely with our people, unions and senior leaders.
We promote diversity and inclusion in the public service
We’re committed to a number of public sector diversity and inclusion initiatives.